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There are many ways to utilize "us" to create and administer a successful incentive program. If you need help designing a program specific to your corporate objectives, please give us a call as our consultation is FREE.

Drawing on years of industry experience developing successful incentive programs, we will work with you to identify program objectives, develop a strategy and implement a plan that will deliver the results you’re looking for -- all in a no pressure, consultative process.

We will help you develop the best, most successful corporate incentive program. Call us today and we will show you how to grow your business.

Our Web-Based Platforms Are Industry-Leading

The platform is truly the next generation platform for employee rewards and recognition programs, sales incentives, customer loyalty programs and company sales promotions and incentives. Offering an extremely robust blend of functionality in our standard system, you can now create, communicate and administer an unlimited number of programs on a single platform.

Click Here for a brochure about the platform

Industry-First Award Catalog
Now you can offer your employees, customers and other program participants, the true freedom of choice through our industry-first award catalog. Integrated with major retailers, e-tailers and manufacturers, airlines, hotels and travel partners, event ticket vendors and many others, our catalog offers literally millions of great award options all at Real-Time Pricing.

The Ultimate in Merchandise

  • Millions of items
  • Real-Time inventory
  • Access to the latest models & newest releases
  • Best-in-Class fulfillment and customer satisfaction

Build-Your-Own Travel

  • No black-out dates
  • Thousands of hotels, cruises and travel packages
  • Airline tickets on nearly any carrier
  • Last-minute bargains

Concert/Theatre/Sporting Events

  • Millions of tickets available from more than 40,000 events; all continuously updated
  • NFL, NBA, NHL, MLB, NCAA and NASCAR tickets
  • Broadway and Las Vegas shows
  • Theme park and attraction tickets
  • Access to sold-out events
  • Venue seating charts to view your seats before you buy is a platform designed to manage end-to-end channel incentive programs – manufacturer to dealer to end-user/installer or distributor to dealer to end-user/installer.

This industry-leading technology allows you to administer multiple individual programs and allow participants to accumulate valuable award points in a single online account.

Click Here for a PDF overview of the platform 

Grow your business with!

Our vision is to offer our value-added capabilities by partnering with companies in the development and administration of highly-effective motivational programs that increase corporate sales, profitability and productivity. Drawing on years of experience, our team can provide you with true end-to-end solutions like...

Comprehensive Incentive Solutions

  • Employee Rewards & Recognition Programs
  • Sales Incentives
  • Channel Partner Incentives
  • Distributor and Distributor Sales Force Campaigns
  • Dealer-Store Sales Person Incentives

Brand Initiatives

  • Customer Incentives
  • Acquisition/Loyalty Strategies
  • New Product Launches

Event Production

  • Customer Sales/Appreciation Promotions
  • Corporate Marketing and Meeting Events
  • Tradeshows and Business Forums

 … all in a comprehensive, turn-key process!

We have developed a stable of industry-leading web-based technology platforms that provide companies of any size with the tools necessary to administer a comprehensive and compelling incentive program for customers, supply chain partners and employees alike.

Our client base includes operating programs for as few as 50 to more than 1 million participants. Our clients love to talk about their experience working with If you would like to speak with any of them, just let us know.

We will help you develop a successful corporate incentive program. Call us today and we will show you how easy and cost effective it is to grow your business through

Why choose

Frequently Asked Questions about the platform

Q. What types of programs can we administer on the platform?

A. With its tremendous built-in flexibility and scalability, you can administer virtually any program, regardless of the type or size. Examples include:

Performance Programs

  • Attendance
  • Training/Certification
  • Suggestions/Ideas
  • Participation
  • Productivity
  • Safety
  • Wellness
  • Referrals
  • Customer Service
  • Sales Force Incentives
  • Custom Programs
  • Recognition Programs
  • Anniversary/Service Awards
  • On-The-Spot Awards
  • Nomination Recognition
  • Employee of the Month/Year
  • Custom Programs

Q. Why should we choose the platform over all the other options out there?

A. We encourage you to compare all of the platform options available today – including ours. We’re confident that you’ll find the platform to be a very robust system with extensive capabilities offered in our standard platform. When you combine that with the incredible award selections and value in our award catalog, we think you’ll find our platform clearly superior.

Give yourself and your employees the most buying power available in the industry today.

EEA White Paper Links Engagement with Profitability

According to a new report from the Enterprise Engagement Alliance (EEA), motivating workforces to improve performance can increase corporate profits – and boost the economy.  Entitled “The Economics of Engagement,” the report,written by Allen Schweyer of the Human Capital Institute, provides a comprehensive analysis of research in the emerging field of “Enterprise Engagement” and offers how-to information on recently developed benchmarking tools that can quantitatively measure the benefits of employee and customer engagement.

These measurement tools are critical to demonstrate the bottom-line impact of enterprise engagement, both to corporations and to the economy as a whole, using financial language that senior executives, investors and economists are accustomed to. Among other things, the report looks at:

The cost of employee disengagement (i.e., the $350 billion lost annually in productivity, accidents, theft and turnover);

Evidence of the link between employee engagement and better performance, citing studies from Gallup, Towers Perrin, Sirota Consulting, and Watson Wyatt;

Proof that the financial performance of companies improves when employee engagement is a priority;

Case studies of companies such as IBM, Sears, and Costco which have benefited demonstrably from enterprise engagement.
“One of the most encouraging findings of this report is the revelation that vast reserves of overall performance potential are essentially hiding in plain sight,” says the EEA’s Bruce Bolger. “Engaging the people that companies deal with on a day-to-day basis – both internally and externally – in a comprehensive, compelling and connected way will create a result that is more than just the sum of its parts. As with any such investment, the return needs to be demonstrated to decision makers, and there’s a growing body of evidence in the engagement arena that does just that.”

For a downloadable copy of the EEA’s white paper on “The Economics of Engagement,” click here.

Research Shows That Recognition Can Boost Revenue and Profits

In today’s economic environment, employees are often stressed out because they’re doing the jobs of several laid-off coworkers – or they’re worrying about their own futures. One way to relieve the stress is with an appropriate – and affordable – recognition and rewards program. A new white paper released by the Recognition Council of the Incentive Marketing Association shows companies using recognition and incentive programs are often rewarded with improved revenue, higher profits, or even survival, when competitors are closing their doors.

“The Time for Recognition and Rewards Programs Is Now” examines current research and demonstrates why employers should keep programs that recognize workers despite temptations to eliminate such programs as a way to reduce strained budgets. “Today’s buyouts, bailouts and bankruptcies have undermined the workforce stability already shaken by changing demographics, making employee engagement a critical factor not only for success, but also for a company’s very survival,” says Karen Renk, executive director of the Incentive Marketing Association.

According to Renk, the paper provides evidence that:

Companies with recognition and reward programs outperform their competition;
Recognition and reward programs are compatible with Return on Investment (ROI);
Customer satisfaction, employee loyalty and profitability are all tied to recognition.

The white paper concludes that today’s economic realities are churning the business environment and talent pool in ways heretofore unanticipated and that “recognized employees become the engaged employees who are measurably more productive.” For more information on the IMA’s Recognition Council, visit For a copy of the white paper “The Time for Recognition and Rewards Programs Is Now,” click here.

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Why Your Incentive Program Will Outlast the Downturn
Economic conditions can have a serious impact on the incentive industry, and the latest economic downturn is no exception. But a recent white paper, “Why Incentive Programs Endure Recessions” from the Incentive Performance Center (IPC), reviews past Incentive Federation studies and argues that there’s little evidence of a significant negative impact to the industry resulting from past downturns.

There is some impact in the early phases of a recession as companies cut back and fewer participants qualify for rewards, but business generally rebounds swiftly as companies turn to measurable, cost-effective programs to meet sales and marketing goals. The IPC white paper looks at why incentive programs often thrive during times of economic stress, and in particular, why smart companies will continue to use incentive companies to drive business even while cutting budgets in other areas.

Specifically, this study makes the argument that there are five basic reasons to continue to use incentive programs during a downturn. These include:

Low fixed costs, with variable costs driven by performance – and a high potential return.
The ability to reach target audiences effectively.
The relative ease of measurement of incentive program outcomes.
The potential for both short- and long-term results.
The IPC warns that success is not guaranteed, and that companies should seek competent professional help to help ensure that their incentive plans will be successful. For a copy of the white paper, click here, or visit the IPC website at

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Incentive Industry Information.

Your Portal to the Incentive Business is designed to help organizations find the research and expertise they need to run measurable, effective programs specifically designed to achieve stated business goals. It endeavors to help planners run programs based on research, rather than on individual opinions about a topic that can be highly subjective, by providing links to every known source of research and research-backed incentive program information.

A not-for-profit information center, is sponsored by the top associations involved with incentives and by leading suppliers. It is designed to provide an objective, comprehensive, noncommercial gateway to all aspects of the business. You'll find complete, unbiased articles on:

• Critical issues facing the incentives industry

• Industry resources: magazines, Web sites, trade shows, associations, suppliers, and research; equal reference is provided to all industry resources without bias.

• Extensive case studies

• Incentive benchmark tools—compare your practices to other companies

• How-to and reference articles

Below are some highlights from

Why Corporate Incentive Programs Work

Corporate incentive programs provide a unique opportunity for organizations to measurably achieve business objectives by thoroughly engaging the people who count. Organizations use incentive programs to increase sales, customer retention, quality, and productivity, because incentive programs are:

• Highly targeted—they focus specifically on the people
who can deliver the desired results.

• Efficient—the cost goes down if results don't measure up.

• Measurable—it's relatively easy to determine return-on-investment.

Despite these advantages, many corporations fail to take advantage of incentive programs to achieve business objectives. Everybody has heard of frequent buyer programs, gift-with-purchase offers, sales contests, sweepstakes, and contests, but somehow people take them for granted.  Few executives have received formal education about incentives when earning their degrees, and until recently the field received little attention in the media.  Those companies that run incentive programs often do so as a matter of faith, and those that don't often say they lack compelling evidence that an incentive program can help improve results. American business spends billions on incentive programs annually, even though most of the executives and managers who design these programs have no formal training. 

Today, a renewed emphasis on target marketing, customer retention, and customer service has generated new attention for motivation and incentive programs. More organizations have identified the need to retain customers, and this means making sure customers feel valued and rewarded and employees are empowered to live up to promises made by marketing and sales departments. Incentive programs are gaining ground as companies discover the advantages of properly constructed, strategic programs.

It Starts with a Program

To mobilize people to achieve specific objectives, incentive programs marshal a combination of processes, including goal setting, assessment, award selection, communications, planning, tracking, training, and direct marketing. These programs are designed to help organizations motivate and equip people to achieve set goals in a specified period of time and do it in a way that does not conflict with long-term compensation and pricing issues.

Incentives go far beyond the issue of selecting appealing awards, however: They lie at the heart of developing a successful, performance-oriented corporate culture.

An Industry of Experts

Despite the importance of motivating people and the significant role played by incentive programs, surprisingly few businesses know that an entire industry of resources exists to help them maximize the performance of their people. Many companies think that employee and customer motivation is a simple matter that they can implement in-house. Moreover, Incentive Federation research indicates that most companies have no formal incentive strategy, and those that use incentive programs often fail to use the incentive industry resources that could get them better results at a better value.

We will help you develop a true online corporate incentive program. Call us today and we will show you how to grow your business through



Business Motivation: In The News

Engagement Needs “Enablement” to Fully Succeed

Organizations must focus on two key concerns to retain and motivate their talent: increasing employee engagement and developing systems that provide better support for the success of their employees. A recent article in the Hay Group Leader notes that to foster high levels of engagement, companies must make greater use of non-monetary rewards such as career growth opportunities, meaningful job design, training, and recognition programs. But research shows that high employee engagement alone does not guarantee an organization's effectiveness. What's missing is real "employee enablement" to position motivated employees to succeed.

How do you ensure that you're doing the best possible job of enabling your employees? Hay Group outlines six steps to better engagement and motivation:
In order to succeed in engaging and motivating employees, organizations should:

  • Ensure there is a clearly communicated link between performance and rewards within the organization.

  • Ensure that there is proper differentiation in performance ratings between employees.

  • Root out bad business practices, such as unnecessary work and duplication, that can adversely affect employee enablement.

  • Put the right people in the right jobs by focusing on job sizing and the kind of person that best fits the role.

  • Monitor and improve the work climate within the organization by ensuring that leaders have the right competencies and management styles to motivate employees.

  • Focus on non-monetary rewards such as career growth opportunities, development, and recognition programs.

For a more complete look at the Hay Group report, visit the Hay Group website, or click here.

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Engagement Strategies Rebrands and Refocuses on a Broader Vision

The new name for the print and electronic editions of Motivation Strategies magazine isEngagement Strategies. The rechristened publication will cover engagement in all its various forms and functions, from research, leadership, motivation and technology to products, programs, destinations, and communications – a comprehensive approach focused on maximizing performance and profits through people.

“By forcing companies to fundamentally rethink the way they get and keep business, the recession is creating a powerful impetus for organizations of all sizes to improve financial results by identifying and building relationships with all of the people that are critical to their success, both internally and externally,” says Jim Kilmetis of Selling Communications Inc., publisher of Engagement Strategies.

Engagement Strategies will continue to be published five times a year in print and as a monthly e-mail digest, as well as via RSS feed and online at starting in July.

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Incentive Travel Remains a Preferred Business Strategy Despite Economy

While corporate incentive travel programs are not immune to the effects of the economy, their utility as a strategic business tool persists, according to the findings of a recent Pulse Survey from theIncentive Research Foundation (IRF) entitled “Incentive Industry Trends Outlook 2009.”

The IRF Pulse Survey indicates that while incentive travel programs will indeed be altered due to budget constraints, their utility as a strategic business tool persists. “This supports the beliefs of those who work within the incentive industry that incentive programs are results-oriented, cost effective, useful for multiple applications and highly measurable,” says Rodger Stotz, chief research officer of the IRF. Incentive travel providers, corporate incentive travel buyers, suppliers (e.g., hoteliers) and others participated in the survey.

Other key findings from Industry Trends Outlook 2009 Pulse Survey include:

  • Use of experience-related awards and gift cards are on the rise. 

  • Incentive providers face challenges and opportunities. With the exception of “per diem cash allowances,” all incentive program elements measured were expected to face deeper budget cuts. Results reveal the deepest cuts are expected in incentive company management fees. Other anticipated reductions include incentive company involvement, on-site gifts, number of total qualifiers, communications budgets, and overall awards budgets.

  • Respondents in March 2009 were much less likely than those in October 2008 to agree that competitor reactions impact the products and services included in their company incentive programs. Furthermore, respondents were less likely to agree in March than in October that their company is sensitive to perceptions of program extravagance to the extent that the type of awards and program inclusions would be changed.  

For more information on the Incentive Research Foundation, visit its website at For a copy of the full survey report, click here.

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Incentive Suppliers Must Communicate Design and Measurement Expertise

The recently released 2009 Vertical Markets Study from the Incentive Research Foundation (IRF) indicates incentive program providers need to more powerfully communicate and demonstrate their expertise in defining and measuring the success of incentive programs to potential clients, suggests Rodger Stotz, chief research officer of the IRF.

The study assessed approaches to, and deployment of, incentive programs in six vertical industries. It revealed that there is a disconnect between program goals and measures of program success. Across all industries, respondents list soft issues and hard to measure results, such as building customer loyalty/trust and starting new relationships, as the “most valuable goals when designing an incentive program.” However, when asked how respondents “measure the success of their programs,” 79 percent indicated it was total incremental improvement of sales/profits over program objectives.

 “The difference between goals and measures of success points to a disconnect in business where the psychological and financial impact of incentives intersects,” Stotz says. “There is an opportunity here for incentive program providers to help clients better define goals and measures that can then help justify budgets going forward.”

For additional information about the Incentive Research Foundation, visit its website To view a more detailed copy of the Vertical Markets study, click here.

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PPAI Remains Positive Despite 2008’s 6.89 Percent Decline in Sales

The Promotional Products Association International (PPAI) released the results of its annual study confirming that despite a 6.89 percent decline in distributor sales of promotional products for 2008, the $18.1 billion total was the third-highest sales number on record. The annual study was conducted exclusively for PPAI by Richard A. Nelson, Ph.D., at the Manship School of Mass Communication at Louisiana State University and Rick Ebel, principal of Glenrich Business Studies in Corvallis, Oregon.

Despite the 6.89 percent decrease from 2007, promotional products have experienced an average increase of 0.8 percent from 2006 to 2008. This is in stark contrast to the average revenue for more traditional forms of advertising, including newspapers (down more than 8 percent), business magazines (down 3.9 percent) and radio (down 3.3 percent) for the same time period.* In 2008 alone, newspapers were down 17.7 percent, radio nine percent, and business magazines 7.3 percent.

“In light of the recession and the dramatic decrease in sales attributed to the PhRMA Code in the last half of 2008, we were not surprised at the drop in sales last year,” said Steve Slagle, PPAI president and CEO. “2008 was a tough year for many of our members. However, it was particularly interesting that the more tangible and personally engaging forms of advertising fared much better overall compared to more passive media like television, radio and newspaper, which all reported a sharp decline. These numbers further reflect the inherent ROI that promotional products boast over mainstream media.”

For more information about Promotional Products Association International (PPAI) or to learn more about the proven power of promotional products (including research and case studies), visit the PPAI website at For a summary version of PPAI’s 2008 sales report, click here.

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Site International Foundation Announces the Site Index

The Site International Foundation has announced it will lead the first comprehensive forecast of trends and activity specific to the motivational events and travel industry. The ongoing research project will be called The Site Index — the annual analysis and forecast for the motivational events industry.  The program is being launched with the assistance of donations from the InterContinental Hotels Group and the Canadian Tourism Commission. 

Data for The Site Index will be derived from surveys of a global group of highly qualified incentive travel and motivational event users and providers, which will be conducted throughout the year. The research will examine internal and external challenges to the industry and how these factors impact the stability and growth of our market. It will also address behaviors of buyers and supplier partners, providing leading indicators for future trends.

Incentive travel professionals interested in participating in these studies may apply online  For more information about The Site Index, contact Scott Jeffrey, Ph.D. Organizations interested in supporting the industry and the Site International Foundation, please contact Allison Summers, executive director, Site International Foundation at

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Site International Foundation Offers Benchmarking Tool

ROI is a fact of life for customer service initiatives, productivity goals, marketing campaigns, and any operational area within an organization – including reward programs. That's why Site International Foundation has released its newest whitepaper, “A Measurement Model to Validate the Performance of a Motivational Experience Program,” offering a measurement methodology that can be altered to fit multiple business and revenue strategies.

The white paper lays out a methodology for determining an award program investment based on incremental sales and gross profit projections, determining an award spend per qualifier, and how to identify ROI and use that ROI projection to validate the business case for the program or event.

The mission of the Site International Foundation is to enhance the awareness and effectiveness of motivational experiences and incentive travel, thereby increasing usage globally. For more information on the foundation, visit the Site website at To view this whitepaper,click here.

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“Enterprise Engagement” Is Launched via Wikipedia, Social Networking Sites

The field of Enterprise Engagement is now officially represented on Wikipedia. The Wikipedia entry defining and discussing “Enterprise Engagement” now provides all parties both inside and outside the industry with an all-inclusive source of background and research for clients and others who are interested in better understanding this emerging field of business operations and the vital role played by incentive programs, rewards and recognition. Click here to check it out.

In addition, to keep up to date with the latest news, research, and resources related to Enterprise Engagement, you can join the Enterprise Engagement Alliance communities on LinkedIn or Twitter – just go to either site and search for “Enterprise Engagement.”

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